Multistream Leadership at Work in Hawaii

Lei Lei is a small but popular bar and grill in the north shore of Oahu Hawaii. Neubert and Buscher are the owners and managers which are examples of Multistream leaders. In this paper, I will study troubles that Lei Lei’s may face and ways in which they may be able apply leadership skills to perfect the issues that have arisen. For instance Neubert and Buscher have been offered several opportunities to expand their management responsibilities to other restaurants on the north shore of Oahu. Another idea discussed is can the management practices at Lei Lei’s be easily transferred to other existing restaurants or business. Expansion Opportunities Servant leadership is an active approach to leadership that promotes the interests of others. Neubert and Buscher help their employee to â€Å"grow† as persons. Their focus is let the employee learn by their own experience of the orientation the many ways to involve and do more complex tasks. Also Neubert and Buscher maintain a servant leadership approach by working extra hours as cooks or waiters to minimize the burnout of stuff that may have personal issues to manage or particularly heavy workload on any one day. In my opinion this expansion might influence their ability to be servant leaders. This expansion will take a lot of their time in the Lei Lei bar. It will need Neubert and Buscher’s attention and will demand their time. In that case opening anther bar will take their focus from being a role model and helping their employee to grow. More over I think the positive effect on the stakeholders will be less. Now Neubert and Buscher have personal concern to improve the situation for the members of the bar, and when their attention will be to get expansion opportunities it won’t be totally for the members. What make this bar so special and success is the owners approached based on their values and the afforded they put on creating a sense of belonging to each new hires. This can be reached only by the management personal daily involve. For example at my work I can see a lot of difference in my approach to situation when my â€Å"good† manager ask me to do some task ,compare to when my â€Å"bad† manager asks me the same thing. My â€Å"good† manager make me want to do the task by positive influence on me like- more responsibly , while the â€Å"bad† manager make me doing this task by negative influence like – threaten. For conclusion this issue, if the business will expand, Neubert and Buscher must find/hire new managers for the bar which will be able to replace them while they at other locations. Those managers need to keep the spirit of the Multistream leadership. It will be the best if the new managers will grow from inside which they know the best how to keep Neubert and Buscher approach. Management Practice Transfer The idea of the management practices at Lei Lei’s can be easily transferred to other existing restaurants or business is not that bad. It is possible to implant the basic approach (Multistream) which Neubert and Buscher use and improve other business. The first thing Neubert and Buscher doing is â€Å"Enabling† which is sharing or explaining information related to a job and its context. They do it by giving all the new hires the same task at the beginning – to do everything that is needed for the business. This is how the new employee will learn the best about the new job. And also it shows there is no shortcut to nobody. The second thing Neubert and Buscher do is evolving them in the business by creating responsibility such including more complex and important tasks that will fit their specific talents and strengths. This is â€Å"Equipping† which involves creating an environment for continuous learning on the job. Neubert and Buscher keep employees happy and in good care, by treating them with proper respect, pay those wages and offer enough hours, so they not require taking second jobs. This is â€Å"Engaging† which is the process of encouraging affiliation and enhancing the intrinsic meaningfulness of work. At the end all this bring the members to feel belonging and commitment to the bar, make the customers feel welcome and in good environment which lead to success and long term benefits to the business. My conclusion in this matter, that in order to transfer to other existing restaurant it is necessary to use all the mentioned above and if so it will be possible to make a change. The managers must be using the Multistream leadership approach to build the employees trust and appreciation. Lei Lei’s is a business that has great potential for growth and influences other business. The only thing that should be changed is to help the owners to have more time to expand. Any company that focuses their view of the human relations and the wellbeing of their employees will automatically build a good reputation. This will have a positive effect on the success and profits because the employees will work with more enthusiasm and apply themselves more to the job. References Bruno Dyck and Mitchell Neubert ,(2010) Houghton Mifflan/Cengage, Management: Current Practices and New Directions

Differences between types of economies

There are three main types of economies in the world according to the types of business they do: 1. Agriculture based economy – This is the oldest form of economies in the world. The economy by its nature has small firms and has a limited economy of scale. The economy is usually prevalent in third world countries like Vietnam 2. Industrial economy – An industrial economy is stronger than an agricultural one, due to the larger size of firms and higher society will tend to have large firms, as industry has a substantial economy of scale. Mnay of the countries started their developent stages from this type of economy 3. Service Economy – A service-based economy has its size dependent on the types of sevices it provides. This means not all industrial firms will be huge in size, and yet they cannot be considered as an economically weaker section. (Plexico n. d. ) Examples of all of these can be seen in the world, but the more advanced countries of the world are moving or have already moved from the first through the second to the third. The US was the first country to become predominantly a Service economy (Plexico n. d. ) Impact of Computers on Business â€Å"Computer science is at a stage at which it can do more for the economy, more for the way business is done†¦Ã¢â‚¬  (Gates 2004) Many people believe that the single most important change in the society in recent times has been brought about by the introduction of computers. The three types of economies which were described in the earlier section have all been significantly affected by the invention of computers. Initially Business used computers for only keeping track of accounts, money, or items that they need, but things changes at a lightning pace. It can be said that the speed, accuracy, the ability to do repetitive tasks – are the backbone of today’s research, manufacturing and production units. These characteristics also brought about the advent of the present Age of Information. The development of the World Wide Web †¦is a major breakthrough in the advancement of communication (Ayers 2007). The information age brought about the concept of global markets to the industrial and agriculture section. While the prior age concept of ‘trade’ sounds pretty close, the difference is in the nature of open-markets, which are possible only because consumers know what is there for sale practically everywhere in the world. While for service sector too the open markets mean the wider scope for selling, the services themselves can be performed at much lower rates in different parts of the world. The open markets have in turn brought up the standard of product and service quality, as now the consumers have many options available for their purchases. There are newer ways of buying and selling available to consumers, like the e-businesses, where one can practically shop or sell without leaving his home. In fact many economists believe that due to the advent of computers, the business has changed from being selling oriented – where consumers had to buy the products closely resembling their needs, to being consumer oriented – where consumer’s needs are the base for making newer products, and companies then design elaborate marketing plans to pamper the consumers so that they actually buy the particular product or service. Speculation about the future impact of Computers on Business Computers have affected the business methods so much that many people consider that area is saturated. This is however not the case, according to the point of view of many scientist and engineers. The argument given here is that, while the computers have improved a lot from the time when it was the prerogative of a few select scientists and researchers, to the present usage by hundreds of millions of people – the interface needs to be brought much closer to the common man, especially in third world countries. The first major impact would be when the computers would have perfected the art of conversation. The ability to speak to our computers is a critical part of the interface we will end up with (Ayers 2007). This would make the computers seem more ‘human’ to people. Another major improvement would be a perfect translation capability, which means people would no longer be hampered when they are interacting with a prospective buyer or seller from a different culture. Some other possible uses would be a cheaper single interface which would connect a person to his office, vehicle and home all times from any part of the world. This would mean, there would no longer be any formal office locations. This possibility is a very real one, with many people already subscribing to the this work from home or any part of the world concept, however it is still not a part of the popular culture As is seen the computers have and would still continue to impact the way business is done. The technical advances have been phenomenal and would continue to be at the same pace, bringing the world closer. However, to integrate these technologies to modify ways of business would be up to the members of the business community.

Organizational Culture and Leadership Style on Job Satisfaction Level of Managers in SME, Penang Essay

The complex society today has its benchmark of goals and fulfillment that should be achieved by individuals. This set of goals and fulfillment includes securing a good job, preferably with a good pay and hopefully, with job satisfaction. What is job satisfaction? Job satisfaction is how content an satisfaction? Small and Medium Enterprise Corporation Malaysia, SMECORP census report show in 2011, total have 645,136 SMEs in Malaysia. Penang occupied 6.3%from the total. In Malaysia SME total have 3.6million employees, which Malaysia, mployees, contributed a lot of job opportunities to Malaysians. 6.3% of 3.6million is about 3.6million 230,000 employees working in Penang SME. SMEs play an important role in all economies in the world by contributing 80 percent of global economic growth (Jutla, et al., 2002). The importance of SMEs in developing a nation must not be taken lightly and be underestimated (Ragesh et al., 2010; Noor Hazlina & Seet, 2009). The contribution of SMEs on the various Asian nations’ Gross Domestic Product (GDP) is significant as shown in the Table 1 as follows: As indicated in Table 1, more than 90% of the business establishments (except Singapore) are mainly SMEs. These SMEs provides job opportunities for more than 40% of their workforce. Table 3: International SME Development and Growth Source: Malaysia SME Annual Report 2007. Research Gap From the pass many studies (Aria Hassan, 2010; Block, L. 2003; Daft, R. L. 2005; Drucker, P.F. 1999; Harris, L. C. and Ogbonna, E. 2001), it showed some significant relationship between organizational culture and job satisfaction; leadership style and job satisfaction. Not easy to find direct study three variable relationships together. However, another gap to be observed job satisfaction research mainly is oversea research. Even in Malaysia research also didn’t find a very specific research on Penang, SME manager on their job satisfaction base on two independent variables, organizational culture and leadership styles (Harris, L. C. and Ogbonna, E. 2001; Hsu, H. Y. 2009; Kim, S. 2002; Lee, H. Y. 2008; Lee, T. W. and Mowday, R. T. 1989; Li, Y. C. 2004; Rashid, M. Z. A., Sambasivan, M. and Johari, J. 2003 )    Research Problem In facing a variety of challenges, knowledge generation and dissemination are more critical than they had in the past. Drucker (1999) pointed out that personal know-how and tacit knowledge are not stored within an organization; in contrast, this knowledge is maintained by employees. According to past research, managers presented a high turnover rate in the SME industry, for example, Hu et al. (2005) found that the managers in electronics SME had the second highest rate of turnover among all managers in other industry and the rate of turnover was 42% of SME managers expected to remain in their current job for 3 years, 28% anticipated that they would keep the same job for 3-6 years and only 6% planned to remain in the same job for over 10 years. Past studies show that a positive corporate culture and effective leadership styles can enhance organizational commitment and job satisfaction (Ogbonna and Harris, 2000; Lok and Crawford, 2004). With a fit between positive organizational culture and suitable leadership style in the organization, a lasting success in business performance can be achieved. Very few attempts have been made to examine the three variables (organization culture, leadership styles and job satisfaction) in an integrated way. Therefore the fundamental issue guiding this study is to look more specifically on organizational culture and leadership styles and their effect on the job satisfaction of SME managers working in local Penang SME organizations in Malaysia. Research Questions This research attempts to examine the influence of organizational cultures and leadership styles on job satisfaction of SME managers in Penang, Malaysia. In examining the relations, the main research questions are: 1. What is the job satisfaction level of managers in the SME, Penang? 2. Are they satisfied with their current job? 3. To what extent the 2 factors affect job satisfaction of managers in the SME, Penang? 4. What is the moderating effect of age in the job satisfaction? Objectives of the Research The objectives of this research are to examine the association between different types of organizational cultures and leadership styles on job satisfaction of SME managers in Penang. The specific objectives of this research are to: To assess the job satisfaction level of managers in SME Company in Penang. To study the impact of these 2 factors affects the job satisfaction of the managers in SME Company in Penang. To examine whether age has any moderating effect on the job satisfaction of the managers in SME company in Penang. Significance and contribution of the study This study intends to contribute to the existing knowledge base, in particular the influence of organizational cultures and leadership styles on job satisfaction of the SME Manager in Penang. It is noted that even with the literature found from various databases, only a handful looked into the relationship of organizational cultures and leadership styles on job satisfaction of professionals. Very few attempts have been made to examine the three variables in SME Penang (Organizational culture, leadership styles and job satisfaction) in an integrated way. With increasing globalization, greater knowledge of the interaction of these factors on SME managers working in small and medium industry organizations can be beneficial. Thus, upon gathering the data, finding effective methods in managing SME managers are crucial in order to achieve a high level of innovation performance by SME organizations in Penang. The significance of this research can be summarized per below: 1) Contribute to the literature review on the relationship of organizational cultures and leadership styles on job satisfaction SME in Penang. 2) Able to identify types of organizational cultures and leadership styles adopted by SME in Penang. 3) Determine job satisfaction level of SME manager in Penang. 6 4) Identify effective cultures and leadership styles in managing SME managers in Penang. Definition of terms 1.7.1 Organization Cultures There are a number of definitions of organizational cultures that refer to norms of behavior and shared values among a group of members in an organization. According to Conner (1992), organizational cultures can be defined as the â€Å"interrelationship of shared beliefs behaviors and assumptions that are acquired over time by members of an institution†. In fact, cultures dominate in a way that impacts employee interaction, organizational functioning and eventually influences all decision making (Graham &Nafukho, 2007). Schein (1985) integrated the concept of assumptions, adaptations, perceptions and learning and then comprehensively defined organizational cultures as patterns of basic assumptions invented, discovered or developed by a given group as it learns to cope with the problems of external adaptation and internal integration that all works well enough to be considered valid and therefore to be taught to new members as the correct way to perceive, think and feel in relation to those problems. Culture can also be expressed through the organization’s myths, heroes, legends, stories, jargon, rites and rituals. Corporate culture is a key component in the achievement of an organization’s mission and strategies, the improvement of organizational effectiveness and the management of change 7 (Samuel, 2006). A corporate culture can work for an organization to improve performance or against it by creating barriers that prevent the attainment of goals. However, it can be corrected by providing guidance on what is expected by conveying a sense of identity and purpose of unity to members, facilitating the generation of commitment and shaping behavior. 1.7.2 Leadership & Leadership Styles According to Stogdill (1963), different people will interpret leadership differently based on the individual perspective; there are almost as many definitions of leadership as there are persons who have attempted to define the concept. Stogdill stated that the term leadership is a relatively a recent addition to the English language and it was used only for about two hundred years ago, although the term leader from which it was derived appeared as early as A.D1300. Leadership has been defined in terms of individual traits, behavior, influence over other people, interaction patterns, role relationships, occupation of an administrative position and perception by others regarding legitimacy of influence. (Yukl, 2006). Leadership is an interaction between two or more members of a group that often involves a structuring or restructuring of the situation and the perceptions and expectations of members. Some other definitions are as follows: 1) Leadership is â€Å"the behavior of an individual when he is directing the activities of a group toward a shared goal.† (Hemphill & Coons, 1957). 8 2) Leadership is â€Å"an interaction between persons in which one presents information of a sort and in such a manner that the other becomes convinced that his outcome will be improved if he behaves in the manner suggested or desired† (Jacobs, 1970). 3) Leadership is â€Å"the initiation and maintenance of structure in expectation and interaction† (Stogdill, 1974). Job Satisfaction Locke (1969) defining job satisfaction as â€Å"the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values†. Spector (1985) defined it as â€Å"how people feel about their jobs and different aspects of their jobs. It is the extent to which people like or dislike their jobs. Schmidt (2007) stated that job satisfaction is a reflection of an individual’s behavior that leads to attractive outcomes and is typically measured in degrees of multiple perceptions using multiple constructs or categories. Overall, job satisfaction is associated with an employee satisfaction from both psychological and physical perspectives. Thus, job satisfaction is recognized as a complex construct that includes both intrinsic and extrinsic factors. (Herzberg, 1959). He also identified the intrinsic as derived from internal job-related rewards such as recognition, achievement, advancement and responsibility. Extrinsic factors result from external environment-related rewards such as salary, policies, and interpersonal relations in supervision and working conditions. Spector (1985) identified nine subscales for the Job Satisfaction 9 Survey (JSS): pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, co-workers, nature of work and communication. 1.7.4 SME Manager SME manager can be explained in 2 parts- SME and the manager. SME is the industry and manager is the position in an organization. Small and medium enterprises or SMEs, also called small and medium-sized enterprises and small and medium-sized businesses, SMBs. SMEs are companies whose headcount or turnover falls below certain limits. The manager is an individual who is in charge of a certain group of tasks, or a certain subset of a company. A manager often has a staff of people who report to him or her. Job Satisfaction underpinning theory 1.8.1 Herzberg Job Satisfaction Theory: Herzberg developed his theory that there are two dimensions to job satisfaction: motivation and â€Å"hygiene†. Hygiene issues, according to Herzberg, cannot motivate employees but can minimize dissatisfaction, if handled properly. In other words, they can only dissatisfy if they are absent or mishandled. Hygiene topics include company policies, supervision, salary, interpersonal relations and working conditions. They are issues related to the employee’s environment. Motivators, on the other hand, create satisfaction by fulfilling individuals’ needs for meaning and personal growth. They are issues such as achievement, 10 recognition, the work itself, responsibility and advancement. Once the hygiene areas are addressed, said Herzberg, the motivators will promote job satisfaction and encourage production. (Christina M. Stello, 2011) 2.0 Literature Review In this chapter, a literature review on the independent variable, organizational culture and leadership styles, also the dependent variable, job satisfaction. 2.1 Independent variable – Organizational Culture Organizational culture is generally seen as a set of key values, assumptions, understandings and norms that are shared by members of an organization and taught to new members as correct (Daft, 2005). It is argued that organizational culture may be the critical key that managers can use to direct the course of their firms (Smircich, 1983). A culture creates distinctions between one organization and others, conveys a sense of identity for its members, facilitates commitment towards the organization’s goals, enhances the stability of the social system, reduces ambiguity and serves as a control mechanism that guides and shapes the attitudes and behavior of employees. However, a culture can also become a liability when it becomes too strongly entrenched within the norms, values and mindsets of the employees and resist changes. A culture can also become a barrier to change, diversity and other transformations required for the organization to adapt in today’s dynamic, 11 globalized business environment. The study of organizational culture can take on a multitude of aspects. Robbins (2005) elaborated that there are seven primary characteristics that, in aggregate, capture the essence of an organization’s culture: innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness and stability. Each of these characteristics can exist on a continuum from low to high. Daft (2005) discussed on the three levels of corporate culture, with each level becoming less obvious, i.e. visible, expressed values and underlying assumptions and deep beliefs. Culture can also be determined by its strength, which is the degree of agreement among employees about the importance of specific values and ways of doing things. A strong culture is one which core values are both intensely held and widely shared, and hence have greater impact on employee behavior. Research has found that a strong culture is linked to high agreement among members, increases behavioral consistency builds cohesiveness, loyalty and organizational commitment and more importantly, reduces turnover (Robbins, 2005). According to Wallach (1983), an organization’s culture can be a combination of three categories – bureaucratic, innovative or supportive – to varying degrees. Wallach’s (1983) framework is adapted for the purpose of this study. Wallach (1983) states that the Organizational Culture Index (OCI) profiles culture on the three stereotypical dimensions and can be derived from the combination of these three dimensions. 12 A bureaucratic culture is hierarchical and compartmentalized. There are clear lines of responsibility and authority. Work is organized and this culture is usually based on control and power. Such organizations are stable, cautious, usually mature, power-oriented, established, solid, regulated, ordered, structured, procedural and hierarchical. An innovative culture refers to a creative, results-oriented, challenging work environment. It is characterized as being entrepreneurial, ambitious, stimulating, driven and risk-taking. A supportive culture exhibits teamwork and a peopleoriented, encouraging, trusting work environment. These places are warm and people are generally friendly, fair and helpful to each other. Supportive cultures are characterized as open, harmonious, trusting, safe, equitable, sociable, relationships-oriented, humanistic, collaborative and likened to an extended family. Wallach (1983) further elaborated that an employee can be more effective in his or her current job and realizes his or her best potentials, when there is a match between the individual’s motivation and the organizational culture. For instance, by using McClelland’s three social motivators: a person with a high need of achievement will thrive in an innovative culture, an affinitive person will fare well in a supportive culture and a power-oriented person will perform best in a bureaucratic culture. This has significant implications in recruitment, management, motivation, development and retention of employees. Few published studies describing the corporate culture of Malaysian companies, which are generally more or less similar to other fast-growing, competitive, 13 developing Asian countries. Government offices are generally considered to be bureaucratic, while publicly-listed and private companies are more entrepreneurial in nature. This is exemplified in a study done by Rashid et al. (2003), where companies listed on the Kuala Lumpur Stock Exchange were found to be predominantly competitive and value risk-taking, demanding goals and market superiority. Another study by Rashid et al. (2004) showed that among manufacturers in the country, many had mercenary culture, which emphasized on strategy and winning in the marketplace. To balance this, there exists to a lesser degree consensus, network and supportive cultures within Malaysian companies, consistent with the cultural values of Malaysian managers. Tradition, loyalty, teamwork and personal commitment are among some of the values prevalent in Malaysian companies. Independent variable – Leadership styles Daft (2005) defined leadership as an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes. Over the course of time, a number of dimensions or facets of leadership behavior have been developed and applied as researchers continue to discover what contributes to leadership success and failures. These included, among others, autocratic versus democratic, task-oriented versus peopleoriented, and the contingency approaches. The first studies on leadership styles conducted by Kurt Lewin and his associates in 1970s, identified the autocratic, democratic and delegative leadership styles. An autocratic leader is one who centralizes authority and derives power from position, control of rewards, and coercion. A democratic leader style involves the leader including one or more employees in the decision making process but the leader maintains the final decision making authority. A delegative leader style, on the other hand, delegates authority to others, relies on subordinates’ knowledge for completion of tasks and depends on subordinate respect for influence. Subsequently, a series of studies on leadership styles (e.g. By Ohio State University, University of Michigan and University of Texas) were designed and conducted in the 1950s. This resulted in the development of reliable questionnaires (e.g. Leader Behavior Description Questionnaire, LBDQ) and models (e.g. Leadership Grid by Blake and Mouton) that would, in time, dominate much of leadership-related research and literature for years to come. Overall, the research into the behavior approach culminated in two major types of leadership behaviors – people-oriented and task-oriented. People-oriented leadership, which is equivalent to the consideration (Ohio State University), employee-centered (University of Michigan) and concern for people (University of Texas) focuses on the human needs of subordinates, respects their ideas and feelings and places importance on establishing mutual trust. Task-oriented leadership, which is equivalent to initiating structure (Ohio State University), job-centered (University of Michigan) and concern for production (University of Texas), focus on directing activities towards efficiency, cost15 cutting, and scheduling, with an emphasis on goal achievements and work facilitation. Theories of leadership then evolved to adopt a contingency approach when researchers failed to find universal leader traits or behaviors that would determine effective leadership. Following this school of thought, research focused on the situation in which leadership occurred. Leadership styles can be contingent upon situational variables, the nature of the followers and the leaders themselves. Many theories have been put forward, including Fiedler’s contingency theory, Hersey and Blanchard’s situational theory, the Vroom-Jago contingency model, Leader-Member Exchange theory and the Path-Goal theory. Depending on the researcher’s conceptions and preferences, most leadership studies have been carried out in various ways. Nearly all leadership research can be classified into powerful influence, behavior, trait approach and situational approach. Currently, the most influential contingency approach to leadership is the Path- Goal theory (Robbins, 2005). This theory was developed by Robert House and extracts the key elements of the Ohio State leadership research on initiating structure and consideration, and the expectancy theory of motivation. The theory states that the main goal of the leader is to help subordinates attain the subordinates’ goals effectively and to provide them with the necessary direction and support to achieve their own goals as well as those of the organization (Silverthorne, 2001). In this theory, the leader increases follower motivation by either; (1) Clarifying the follower’s path to the rewards that are available or 16 (2) Increasing the rewards that the follower values and desires. Path clarification means that the leader works with subordinates to help them identify and learn the behaviors that will lead to successful task accomplishment and organizational rewards. Increasing rewards means that the leader talks with subordinates to learn which rewards are important to them, i.e. whether they desired intrinsic rewards from the work itself, or extrinsic rewards such as promotions. The leader’s job is to increase personal payoffs to subordinates for goal attainment and make the paths to the payoffs clear and easy to travel. The Path-Goal theory suggests a fourfold classification of leader styles: directive, supportive and participative styles. It is assumed that leaders are flexible and that the same leader can display any or all of these behaviors depending on the situation. Directive leadership tells subordinates exactly what they are supposed to do. Leader behavior includes planning, making schedules, setting performance goals and behavior standards and stressing adherence to rules and regulations. Mehta et al. (2003) added that this leadership style provides specific direction to subordinate work activity by organizing and defining the task environment, assigning the necessary functions to be performed, specifying rules, regulations and procedures to be followed in accomplishing tasks, clarifying expectations, scheduling work to be done, establishing communication networks and evaluating work group performance. Directive leadership behavior is similar to the initiating structure or task-oriented leadership style. 17 Supportive leadership shows concern for subordinates’ well-being and personal needs in which the leaders are open, friendly and approachable. The leader creates a team climate and treat subordinates equally. Mehta et al. (2003) further elaborated that a supportive leadership style is one in which the leader creates a facilitative task environment of psychological support, mutual trust and respect, helpfulness and friendliness. Supportive leadership is similar to the consideration or people-oriented leadership described earlier. Participative leadership consults with subordinates about decisions. Leader style includes asking for opinions and suggestions, encouraging participation in decision making, meeting, discussion and written suggestions, similar to the selling style in the Hersey and Blanchard model mentioned previously. Various studies in organizational behavior have found that allowing subordinates to participate in decision-making leads to increased motivation (Mehta e t al., 2003). Achievement-oriented leadership sets clear and challenging goals for subordinates. Leader behavior stresses high-quality performance and improvement over current performance. Achievement-oriented leaders also show confidence in subordinates and assist them in learning how to achieve high goals. The two situational contingencies in the Path-Goal theory are the personal characteristics of group members and the work environment. Personal characteristics can include subordinates’ locus of control, experience, perceived ability, skills, needs and motivations. Work environment contingencies can include the degree of task structure, the nature of the formal authority system and the work group itself. Task structure describes the extent to which tasks are defined and have explicit job descriptions and work procedures. The formal authority system includes the amount of legitimate power used by leaders and the extent to which policies and rules constrain employees’ behavior. Work group characteristics consist of the educational level of subordinates and the quality of relationships among them. The outcome of matching the right leadership behavior with the right situation while taking into consideration the various subordinate and work environments contingencies will result in favorable outcomes such as increased effort, improved satisfaction and performance (Daft, 2005). The study of leadership behaviors as conceptualized under the Path-Goal theory has been applied in many types of researches and has been generally accepted as a good measure of subordinate’s perceptions of leadership style based on participative, supportive and directive. For example, in the context of international marketing channels (Mehta et al., 2003), small and middle-sized firms (Li, 2004), company managers (Silverthorne, 2001), steel industry (Downey et al. 1975), automotive industry (Chang et al., 2003) and market orientation of UK firms (Harris and Ogbonna, 2001). Researchers of marketing channels in the distribution and logistics industry have attempted to show the path-goal theory’s usefulness as a strategy to 19 secure the compliance of channel members and have conceptually and empirically linked it to channel related phenomena such as manifest conflict, cooperation, channel efficiency and effectiveness, role clarity, role conflict, role ambiguity, and channel member satisfaction (Mehta et al., 1996) Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needs to know when to exhibit a particular approach. No one leadership style is ideal for every situation since a leader may have the knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation (Rad and Yarmohammadian, 2006). Leaders affect their subordinates both directly through their interactions and also through the organization’s culture (Li, 2004). Past research on corporate leadership in Malaysia frequently focused on its unique, multi-ethnic, multi-cultural and collectivist society. It is acknowledged that leadership in Malaysia is deeply entrenched and connected to its diverse Asian culture, traditions and values. Hence, commonly-accepted leadership theories from the west and how it is thought to affect other organizational behavior factors may not be directly transferable to the Malaysian context. Organizational success in obtaining its goals and objectives depends on managers and their leadership style. By using appropriate leadership styles, managers can affect employee job satisfaction, commitment and productivity.       Many factors related to turnover have been identified by previous research to be significantly correlated with job satisfaction (Chang, Choi, & Kim, 2008; Moore, 2000). In a review of past literature, Rad and Yarmohammadian (2006) justified the need to investigate job satisfaction is exemplified in the seemingly observed relationship between the levels of job dissatisfaction, absenteeism, grievance expression, tardiness, low morale and high turnover. Thus, job satisfaction is an immediate antecedent of intention to leave the workplace and turnover. Unsatisfied workers will leave their jobs more than their satisfied colleagues. Furthermore, more satisfied employees have more innovative activities in continuous quality improvement and more participation in decisionmaking in organizations. 21 2.4 Relationship between organization culture, leadership styles & job satisfaction Research involving two or all three subjects of organizational culture, leadership styles and job satisfaction has attracted considerable interest from both academics and practitioners. Examples of a few key studies in the area are: (1) Corporate culture and leadership style in United Kingdom (Ogbonna and Harris, 2000), Canada and Korea (Dastmalchian et al., 2000). (2) Organizational culture and leadership style on job satisfaction and commitment (Lok and Crawford, 1999, 2004). (3) Leadership style and organizational culture to effect change (Brooks, 1996; Smith, 2003). (4) Leadership and organizational culture in a private organization toward performance (Block, 2003). Despite numerous references to a relationship between organizational culture and leadership styles in many parts of organization theory and research, little systematic research has been conducted to investigate the link between the nature of the relationship of these two concepts and their effect on job satisfaction. Since these two concepts are important in the functioning of an organization (Lok and Crawford, 2002, 2004; Ogbonna and Harris, 2000; Fiedler, 1996; Schein, 1992), further research is required to provide the insight information to the leaders and organizations. 22 On the other hand, previous research on corporate culture in Malaysia (Kamal, 1988; Jaina, Md. Zabid, Anantharaman, 1997) focused more on different ethnic backgrounds (Malays, Chinese, and Indians) and used Hofstede’s model of organizational culture (Hofstede, 1980). Job satisfaction is recognized as an important topic in organizational culture because of its relevance to the physical and emotional health of employees (Oshagbemi, 1999). Although a considerable number of researchers have argued that there is a constant interplay between organizational culture and leadership, there are limited empirical studies examining the relation between leadership and culture as well as their joint effect on important organizational outcomes (Trice and Beyer, 1993). More importantly, research has found that the harmonious combination of appropriate leadership styles with certain types of organizational cultures can positively influence employees’ performance (Harris and Ogbonna, 2000). According to Yousef (2000), the relationship between leadership styles and job satisfaction has received a lot of attention in the past research however findings have been mixed (Savery, 1994; Yousef, 2000). Research therefore does not directly link employee satisfaction to a specific leadership style. Instead, many suggest that leadership style needs to adapt to the culture or situation as it attempts to reduce employee dissatisfaction. Based on a comprehensive literature review by Yousef (2000), several researchers have also looked into the relationship between leadership styles and job performance. The findings were inconsistent as well. A couple of 23 studies in the steel industry and electronic meeting systems reported higher satisfaction and performance levels under directive leadership style when given a highly structured task, while supportive leadership style is preferred for unstructured problems (Kahai et al., 1997). Results from investigations of the antecedents of commitment have not been entirely consistent (Yousef, 2000).   Organizational culture plays an important role as well in generating commitment and enhancing performance (Lok and Crawford, 2001). In particular, studies in various industries and countries showed that innovative and supportive cultures had strong positive effects on commitment and job satisfaction, while bureaucratic cultures had a negative impact (Lok and Crawford, 1999; Rashid et al., 2003; Wallach, 1983). Results from various organizations in the United Arab Emirates suggest (in support of many western studies) that those who perceive their superiors as adopting consultative or participative leadership behavior are more committed to their organizations, more satisfied with their jobs and their performance is high. When employees are dissatisfied at work, they are less committed and will look for other opportunities to quit. If opportunities are unavailable, they may emotionally or mentally â€Å"withdraw† from the organization. Thus the job satisfaction is an important attitude in assessing the employee’s intention to quit and the overall contribution of the employee to the organization. 24 Rashid et al. (2003) surveyed over 200 companies listed on the Kuala Lumpur Stock Exchange. Combining these findings with studies from other countries, both western and non-western, it is reasonable to expect that different types of leadership styles and organizational cultures do affect organizational commitment, which in turn, influences both job satisfaction and employee performance. Samad (2005) studied 584 managerial-level of employees in Telekom Malaysia and reported that job satisfaction did play a positive moderating role in the relationship between organizational commitment and job performance. However, Leong et al. (1994) found a weak correlation between the two variables, Lee and Mowday (1989) found negligible relationship and Wright (1997) reported a negative relationship between the two. In summary, many studies across different industries and geographical regions revealed strong correlations between organizational cultures with job satisfaction. There are very few relevant studies in the Malaysian context have been published to date but through our findings, no research being done on the relationship of organizational cultures, leadership styles and job satisfaction of SME managers working in SME industry, which has significant contribution to the Penang. 2.5 Theoretical Framework For the purpose of this research proposal, Hsu (2009) conceptualization of the relationships between organizational culture, organizational commitment and job satisfaction together with Lee (2008) study on â€Å"Association between 25 organizational culture and leadership behavior and organizational commitment, job satisfaction and employee performance- A Malaysian Perspective† performance are partially adapted. Based on the literature review, the theoretical framework per Figure 1 below; igure Figure 1: Research Framework From the literature and framework above, the following research hypothesis derived. H1: Organizational Culture affects Job Satisfaction of the employees. Job H2: Leadership Style affects Job Satisfaction of the employees. H3: Age has a moderating effect on the level of Job Satisfaction Research Methodology Research Instrument This study adopts a quantitative approach and the data solely depends on the primary data. The instrument to be used to collect the data in this research is a set of questionnaire. The questionnaire consists of two main sections – Section A and B. Section A is regarded respondent’s profile, such as Gender, Age Group, Position in this organization, Highest Level of Academic Qualification and Total Year of Working Experience in this company. Section B is pertaining to the measurement of variables under studied. There are total three variables in this study – one dependent variable which is Job Satisfaction, and two independent variables which are Perceived Organization Culture and Perceived Leadership Style. The Job Satisfaction is measured with ten items, and Organization Culture and Leadership Style, they are assessed by 20 and 15 items respectively. This is self-administered questionnaire. Respondents will be asked to indicate their agreement on each item on a 5-points Likert scale. The scale points are 1=Strongly Disagree, 2=Disagree, 3=Neutral, 4=Agree, and 5=Strongly Agree. A set of questionnaire is appended in Appendix A for reference.    Population and Sample The population for this study composed of all managers in the SME in manufacturing sector companies located in Penang. A two layer sampling method will be employed in selecting the respondents for this study. In the first layer, the companies that formed the respondents will be selected using a simple random sampling method. The list of all the SME in the manufacturing section publishes on the SME website will be used as the population. Each company will be assigned a number and random numbers will be generated to select 380 companies to form the participants. In the second layer, 5 sets of questionnaire will be given to the Human Resources managers of the 380 companies selected. The questionnaire will then be distributed to the managers in their company. The selection of managers is at the discretion of the Human Resources managers. 3.3 Pilot Test Test Pilot is a trial run of procedures and instruments that you plan to use. Pilot test will be conducted with 50 managers of SME in the manufacturing sector randomly picked from the population to ensure that the instrument used is reliable. The returned data on the questionnaire will be entered into the SPSS statistical software. A reliability test will be run and Cronbach’s Alpha coefficient value will be examined. It is suggested that Cronbach’s Alpha value of 0.7 and above is considered good reliability of the measure. However, if the Cronbach’s Alpha value below than 0.7, then we will look further into the value of 28 â€Å"Cronbach’s Alpha if item Deleted†. We will screen through all the items to determine which item if this item deleted will improve the Cronbach’s Alpha value. If necessary, we will add in additional items to enhance the reliability of the measure. In addition, we will also examine the value of â€Å"Corrected item-Total Correlation†. The value of 0.4 to 0.6 is considered acceptable. This statistic can be used to test validity of the measure. If the value is too small such as 0.05, it means this item is no correlated to other items. In other words, this item is not relevant in this measure. Contrary, if the value is too high such as 0.8, then it means this item is too correlated with other items or it is duplicated with other items. The pilot test will be repeated to achieve the acceptable level of reliability and validity. 3.4 Method of Analysis This study will employ descriptive statistic and an inference statistic approach to test the hypothesis and achieve the objectives of this research. However, before we begin any actual data analysis, we will perform the goodness of measure test. 3.4.1 Goodness of Measure Reliability is one of the elements to ensure the goodness of measure. It is suggested that Cronbach’s alpha coefficient should be above 0.7 for reliability to consider the scale as consistent scale. As presented in the Pilot Test, the 29 reliability will be assessed and enhanced before the actual data collection and analysis. In other words, the goodness of data has been pre-assessed. 3.4.2 Descriptive Statistic A descriptive statistic table will be generated using the SPSS statistical software. The table will report the total numbers of respondent and the demographic statistics, mean values and standard deviation of Job Satisfaction, Organization Culture and Leadership Style. These are the basis statistics to describe the samples. From this descriptive statistics, specifically from the mean score of Job Satisfaction, we will know the satisfaction level of managers of the SME manufacturing section in Penang. This statistic is able to achieve the first objective of this research – To assess the job satisfaction level of managers in SME companies in Penang. 3.4.3 Inferences Statistic Various statistical analysis techniques will be employed in this study. These techniques are multivariate analysis and hierarchical multiple regression analysis. Each technique has its own purpose in related to the objective of the research and hypothesis testing. To test the following research hypothesis, multivariate analysis will be carried out. 30 H1: Organizational Culture affects Job Satisfaction of the employees. H2: Leadership Style affects Job Satisfaction of the employees. The outcome of this data analysis will help us achieve the second objective – To study the impact of these 2 factors affects the job satisfaction of the managers in SME companies in Penang. To test on the following hypothesis, we will carry out the hierarchical multiple regression analysis. H3: Age has a moderating effect on the level of Job Satisfaction. With the outcome of this test, the third objective of this study will also can be achieved – To examine whether age has any moderating effects in the job satisfaction of the managers in SME companies in Penang. The above data analysis plan and its purpose of each test in regards to the research objective can be summarized in the table below.    Dastmalchian, A., Lee, S. and Ng. I. (2000). 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Coons (Eds.), leader Behavior: Its description and measurement (pp. 6-38). Columbus, OH: Bureau of Business Research, Ohio State University. Hofstede, G. (1980). Culture’s Consequences: International Differences in Work Related Values. Beverly Hill, CA, Sage. Hsu, H. Y. (2009), â€Å"Organizational Learning Culture’s Influence on Job Satisfaction, Organizational Commitment and Turnover Intention among R&D Professionals in Taiwan during an Economic Downturn†, Faculty of the Graduate School, University of Minnesota, pH. D. Thesis Jutla, D., Bodorik, P., and Jasbir, D. (2002). Supporting the e-business readiness of small and medium enterprises: Approaches and metrics. Electronic Networking Applications and Policy, 12 (2), 139-164. 34 Kahai, S. S., Sosik, J. J. and Avolio, B. J. (1997), â€Å"Effects of leadership style and problem structure on work group process and outcomes in an electronic meeting system environment†, Personnel Psychology, vol. 50 no. 1, pp. 121-46. Kim, S. (2002), â€Å"Participative management and job satisfaction: Lessons for management leadership†, Public Administration Review, vol. 62 no. 2, pp. 23141. Lee, H. Y. (2008), â€Å"The association between organizational culture and leadership behavior and organizational commitment, job satisfaction and employee performance – A Malaysian Perspective†. Faculty of Business and Accountancy, Universiti Malaya, Dissertation (M.B.A.). Lee, T. W. and Mowday, R. T. (1989), â€Å"Voluntary leaving an organization: An empirical investigation of Steers and Mowdays’s Model of Turnover†, Academy of Management Journal, vol. 30, pp. 721-43. Leong, S. M., Randoll, D. N. and Cote, J. A. (1994), â€Å"Exploring the organizational commitment-performance†, Journal of Business Research, vol. 29 no. 1, pp. 57-63. Li, Y. C. (2004), â€Å"Examining the effect of organizational culture and leadership behaviors on organizational commitment, job satisfaction, and job performance at small and middle-sized firms in Taiwan†, Journal of American Academy of Organization Lok, P. and Crawford, J. (2001), â€Å"Antecedents of organizational commitment and the mediating role of job satisfaction†, Journal of Managerial Psychology, vol. 16 no. 7/8, pp. 594-613. Lok, P. and Crawford, J. (2004), â€Å"The effect of organizational culture & leadership style on job satisfaction and organizational commitment: A crossnational comparison†, Journal of Management Development, vol. 23 no. 4, pp. 321-38. Mehta, R., Dubinsky, A. J. and Anderson, R. E. (2003), â€Å"Leadership style, motivation and performance in international marketing channels: An empirical investigation of the USA, Finland and Poland†, European Journal of Marketing, vol. 37 no. 1/2, pp. 50-85. Mehta, R., Larsen, T. and Rosenbloom, B. (1996), â€Å"The influence of leadership style on co-operation in channels of distribution†, International Journal of Physical Distribution & Logistics Management, vol. 26 no. 6, pg. 32. Noor Hazlina Ahmad, and Seet, P.S. (2009). Dissecting behaviors associated with business failure: A qualitative study of SME owners in Malaysia and Australia. Asia Social Science, 5 (9), 98-104 Oshagbemi, T. (1999). â€Å"Academics and Their Manager: A Comparative Study in Job Satisfaction.† Personal Review 28 (1/2): 108 – 123. Rad, A. M. M. and Yarmohammadian, M. H. (2006), â€Å"A study of relationship between managers’ leadership style and employees’ job satisfaction†, Leadership in Health Services, vol. 19 no. 2, pp. 11-28. Rashid, M. Z. A., Sambasivan, M. and Johari, J. (2003), â€Å"The influence of corporate culture and organizational commitment to performance†, Journal of Management Development, vol. 22 no. 8, pp. 708-28. 36 Rashid, M. Z. A., Sambasivan, M. and Rahman, A. A. 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How and why are the Swedish and American welfare states so different Essay

How and why are the Swedish and American welfare states so different - Essay Example Welfare states can also be discussed on the basis of the state welfare. This is an interpretation of the forms of welfare being provided by the country. Analysts argue that this form of welfare is mostly evident in countries like U.S.A. where the government has displayed endless efforts, in an attempt to care for all its citizens. Over the years, U.S.A. has been rated among the many countries that have shown endless efforts in the provision of services to the country. In terms of social protection model, many welfare states, especially the ones that are in the Scandinavian regions and West Europe, protection of the citizens is provided by a group of voluntary organizations, the government, public service amongst other groups of people and individuals. Such countries that enjoy the provision of services by a group of people and organizations are regarded as welfare states. In this context, therefore, it is justified to argue that, welfare states have a wide range of meanings on the basis of various analysts and researchers. In order to understand to the concept of welfare states, it is important to highlight the issue of welfare states by evaluating welfare states. A comprehensive comparison of the policies of different countries, by analyzing the actions taken by each in these countries, welfare can be understood on these grounds. For instance, an analysis of the policies in U.S.A. and Europe display variations in countries of these regions. An analysis of the resources that are useful for wellbeing provision should be the focus on population structures of the countries. Production can be also sensible attribute in measurement of the positions welfare states are holding at the moment. Various states have various means of operating their structures that are peculiar for other welfare states. An understanding of welfare states can be made possible by c omparing the operations of various welfare states.

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The Yellow Wallpaper by Charlotte Perkins Gilman - Essay Example By taking her away from things that are important to her, such as her ability to read and write, John causes the narrator to become insane. Although The Yellow Wallpaper has all the elements of a fictional short story such as plot, setting, characters and a common point of view, the story gives us an insight into the author’s world and time, especially the subjugated role of woman in the 19th century. Gilman’s short story â€Å"The Yellow Wallpaper† begins when the main character, an unnamed woman, her husband, their newborn baby and her sister-in-law go to a rented summer house. The house, especially the room the narrator stays in, is the setting of the story. The story takes place at about the time it was written, the late 19th century. At the beginning of the story, the narrator is suffering from postpartum depression, and the summer house will function as a place for her to recuperate. The narrator feels uneasy in the rented mansion and wishes to spend her ti me writing and socializing. She is of the opinion that activity and interesting work will help her condition. However, the narrator’s physician husband, John, forbids her from engaging in any type of physical activity and does not even allow her to see her baby. This causes the narrator to feel lonely and bored. The conflict results in the narrator’s repression. She begins her secret journal, Sebastian 2 writing about her thoughts. As the narrator is forced to lie in bed all day and rest, she becomes entranced by the yellow wallpaper in her room and tries to decode its design. First, the narrator sees the wallpaper as ugly. Next, she sees patterns and shapes in it and finally, she sees a woman trapped behind it and trying desperately to get out from it. The climax of the story is when the narrator who has gone completely crazy, tears off the wallpaper so that she can never be put back into her prison. When John comes home, he finds the door to his bedroom locked. Later , John sees his wife creeping on the floor and faints. At the conclusion of the story, the narrator continues to strip off the wallpaper, convinced that she has found freedom at last. The narrator who is unnamed in the story is the protagonist. She is a new mother and the wife of a doctor. When she suffers from nervous depression, she and her husband rent a country house so that she can rest and recover. She is confined to a room that used to be a nursery. Despite her love for writing, her husband, John, does not allow her to read, write or engage in any mental activity. â€Å"He hates me to write a word†, she says. The narrator, however, has a different opinion: â€Å"Personally, I believe that congenial work, with excitement and change, would do me good. But what is one to do?† (Gilman). The narrator is feeling trapped in a marriage that does not allow her freedom to express herself. Thus, she begins to write a secret journal and becomes obsessed with the yellow wall paper. First, she sees the soiled, ripped and an unclean yellow wallpaper. Then, she notes, â€Å"But there is something else about the paper – the smell! †¦The only thing I can think of that it is like, is the color of the paper! A yellow smell† (Gilman). The smell shows the progression towards insanity. She is first bothered by the sight of the pattern and now the smell. Her mind has completely overpowered her senses, making her believe these things. Eventually, she associates herself with the woman who appears to be behind bars or in a Sebastian 3 cage. Her final act of

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Edgar Allan Poe - Essay Example As Quinn (119) states, at the age of 18 Poe joined the United States army claiming that he was 22 years old and served there for two years. He released his first book of poetry named ‘Tamerlane and Other Poems’, relying on his salaries from the army. However the book got little noticed in the market. Frank (5) illustrates Poe’s biography that in 1829 when he was 20 years old, Poe enlisted in the west point military academy but unfortunately got dismissed just after one year; again in 1831 he moved to Baltimore where his aunt Eliza Clemm had lived. From there, he fell in love with his young cousin Virginia whom he married later. This marriage and thereby increased family obligations influenced him to think about a new income source. In 1833 he won a contest for his story ‘MS found in a Battle’. As described in the article ‘Edgar Allan Poe’ on www.poets.org/poet.php/prmPID/130 , Poe enthusiastically accepted the post of an editor as well as contributor of the Southern Literary Messenger. Subsequently, he worked with other publications such as Gentleman’s Magazine, Graham’s Magazine, Evening Mirror and Godey’s Lady’s Book; and it was the starting point of his career as an appreciated critic and essayist.

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History Modernity - Essay Example ctives that originates back to the origins for the purposes in a manner that would create objectivity for the purposes of embarking on reduction of feudalism in the region of Western Europe. It has the capabilities of conversion of modern societies for the establishment of the functionalities of modern world for ensuring the concept of globalization for the furtherance with amazing outcomes that is a source of transitional effects of history. The accent of this treatise is to embellish the concept of modernity for the purposes of ensuring an element that would create a philosophy of preponderance for ensuring modern outlook and thoughts as well as inspirations. The transitional phase can be described as a positive thrust for the emancipation of various processes that converge in the formation modernity for the exuberance that would embellish the token of success. In a society there are various processes and forces such as traditionalism, understanding of modernity with a balance between sobriety and style that would broaden the outlook and relevance. This aspect would accentuate a balance between perfection and eliciting the balance in the formation of thoughts for achievement of modernity. It should be appreciated for the development of the society for establishment of a remarkable example that would create various vistas and avenues for being in limelight to become a personality with sound judgment as well as astute thinking on the aspect of modernity. The objective is to follow in certain parts of the society traditionalism without compromising the benefits and achieve the happiness and freedom of modernity without sacrificing the value s and principles. Various schools of thought as well as various pronouncements of theorists that would enable the modern man to embark on a mission that would pave the way for amazing awakening for establishment of modernity. The awakening of thoughts and the process of transformation towards modernity would further accentuate a

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Leukemia - Research Paper Example Different types of blood cells have their own respective tasks. Different types of the white blood cells serve the purpose of fighting infection whereas the red blood cells are the fundamental source of oxygen to all tissues in the body. Platelets are another kind of blood cells that help control bleeding by forming blood clots. Stem cells form all three kinds of blood cells as per the requirement of body. Older cells get damaged with time and expire to make room for new cells. Bone marrow in the bones of an individual who suffers from leukemia produces abnormal white blood cells which are termed as the leukemia cells. Leukemia cells continue to live far beyond the time that normal blood cells expire. As a result of that, they grow larger in number as compared to the usual white blood cells, platelets and the red blood cells which does not allow the normal blood cells to function as they normally do. Types of Leukemia: Leukemia can be classified into different types depending upon th e speed of development of the disease and its aggravation. There are two basic types of leukemia, namely the chronic leukemia and the acute leukemia. Chronic leukemia is the type of leukemia that takes some time to get worse whereas the acute leukemia is that sort of leukemia that worsens quite quickly. 1. Chronic Leukemia: When the disease is in the initial stages, leukemia cells are able to do considerable amount of work of the normal white blood cells. As a result of this, the victims of disease may not discover any symptoms in the start. In a vast majority of cases, chronic leukemia gets diagnosed by the doctor in a routine checkup without the indication of any symptoms. As some time passes, leukemia gets worse. This happens as the blood contains an increased number of leukemia cells. This is the time when symptoms start to show up. The patient develops infections or swollen lymph nodes. These symptoms are mild in the start and with time, get worse. 2. Acute Leukemia: Acute leuk emia cells are not able to function as the normal white blood cells. In this type of disease, the leukemia cells quickly increase in number. Accordingly, the acute leukemia rapidly aggravates. Prognosis of Leukemia: A disease’s prognosis is an overview of its development and life expectancy. This is estimated considering the historic medical data. Prognosis for the different kinds of leukemia is discussed below: 1. Prognosis for chronic leukemia: Symptoms of chronic leukemia take quite some time to show up. In the initial stages of the disease, the patient may experience night sweats, swollen spleen, fatigue, and lack of energy (Pilgrim). More middle aged adults are affected by this kind of leukemia as compared to children. Prognosis of chronic leukemia depends upon the level of aggravation of the disease. Bone marrow transplant and chemotherapy are commonly employed as the methods of treatment for the chronic leukemia. In the early stages of the disease, patients can expect to live for 98 months. Patients who have been suffering from this disease for quite some time should expect a life of 65 months more, whereas the ones who are in the last stage of the disease can expect a life of 42 months (Pilgrim). 2. Prognosis of acute leukemia: Acute leukemia is a more severe type of leukemia because the disease aggravates faster. This type of leukemia commonly occurs in adults. 20 to 40 per cent of the patients of acute leukemia continue to live up to a minimum of 60 months if the disease gets

GIS is Dead. Long live GIS Essay Example | Topics and Well Written Essays - 750 words

GIS is Dead. Long live GIS - Essay Example 161). Still, there is no denying the fact that GIS do happens to be a relatively young field. It is a different matter that the antecedents of GIS could be traced back to hundreds of year, in the disciplines of mapping and cartography (Pacione 1999). In a technological context, GIS came to life at sometime in the 60s (Davis 2007). Hence, in an academic context, it is really interesting to trace the development and origins of GIS. The eventual development of GIS happened to be the result of the interest evinced by some key companies, groups and individuals backed by the prompt emergence of key concepts (Monmonier 1998). The onset of computer technology accompanied by commensurate developments in graphics and hardware gave way to much change in the cartographic analysis (Wood & Demko 1999). This was followed by the emergence of many theories of spatial processes, as resorted to by regional science, anthropology and social and economic geography (Weiner 1999, p. 164). This led to a tren d towards the integration of varied informational dimensions in a spatial context. Canada Geographic Information System happens to be an apt example of the earliest form of GIS, which emerged in the 60s (Kuper & Kuper 2004, p. 416). The development of the Canada Geographic Information System certainly furnished valuable technical and conceptual contributions. The primary purpose of this system was to analyze the information garnered by the Canada Land Inventory and to produce the requisite statistics for contriving land management plans pertaining to the big tracts of rural Canada (Reilly & Rahtz 1992, p. 89). This led to the CLI preparing maps having seven primary map layers (Reilly & Rahtz 1992, p. 89). Certainly, this necessitated the development of multiple new and costly technologies based on the perception that once the data input is taken care of, the computers could readily accomplish a complex analysis (Reilly & Rahtz 1992). The CGIS led to the emergence and recognition of some key ideas that were to impact the GIS technologies of the future. Following Canada Graphic Information Systems, further development of GIS could be traced to Harvard Laboratory for Computer Graphics and Spatial Analysis (Chrisman 2005). This saw the coming into existence of general purpose mapping software, which was widely distributed and which contributed immensely to the building up of an application base for GIS (Chrisman 2005). This led to the creation of subsequent Harvard Packages like SYMAP, CALFORM, SYMVU, GRID, PLOYVRT, ODYSSEY, with each package being more robust and efficient as compared to the previous ones (Chrisman 2005). In the context of the development of GIS, the Federal Bureau of the Censuses do deserves a noticeable mention. It was the Federal Bureau of the Censuses that recognized the need to assign the data collected by it to correct geographical locations. This led to the recognition of the need for a comprehensive and holistic approach towards census ge ography. Consequently, the 1970 census happened to be the first geocoded census of its kind and DIME files happened to the central component of this approach towards geocoding (Chrisman 2005). This led to the emergence of the atlases comprising of computer generated maps attributing the select statistical variables to select locations (Chrisman 2005). The British experience with GIS though shared some similarities with the North American experience,

How American Muslims Face Battles in Their Struggle for Acceptance and Essay

How American Muslims Face Battles in Their Struggle for Acceptance and the Right to Wear Religious Grab in Public Settings - Essay Example Just like all other religious communities in America, Muslims also have a right to carry out their religious activities and wear their traditional dresses at public sites and other events. Nevertheless, many Americans feel alarmed whenever they come across a Muslim man or woman in his or her customary dressing. Thus, measures are being taken by the Muslims of America and some political right activists. The root of this problem has been described as the widespread terrorist attacks by Muslim extremists, which has lead most Americans to believe that every man in a shalwar kameez should be a terrorist. In order to tackle this problem, senators have raised their voices to defend the civil rights of Muslim Americans, and have warned that the Muslim community should not be falsely judged, by the acts of a few radical ones. Senate Majority Whip Dick Durbin (D-Ill.) has declared that Muslims living in America should not be discriminated against and should be allowed to practice their right, which has been authorized by the constitution to other Americans. Hijab has been a heated topic in many parts of the world, with countries like France and Turkey attempting to ban it. In America, Muslim women outnumber Muslim men, four to one, as is reported Samuel Cole in his article ‘Donning the Hijab’. ... Furthermore, according to an article ‘Hijab in America’, encouraging legal actions are taking place in the United States. In 2004, a school girl was not allowed to wear a hijab. When the matter was taken to court, the United States Justice Department supported the girl in her argument. Also tips against discrimination of Hijab, have been issued by the Council on American-Islamic Relations, which advises Muslim women what to do when they are criticized for wearing Hijab in public or any workplace. It also assures the Muslim women that they are allowed to wear Hijab at their workplace under the 1964 Civil Rights Act. With a robust learning program, the Muslim community in America could convince their fellow Americans that hijab is just part of a Muslim woman, through which she can appear distinct from others and moreover it is something that represents religious freedom in America in contrast to other parts of the world, like France, where the government is adamant to ban Hijab regardless the continuous appeals by the Muslim population. It is a fact that Muslim women are discriminated more for wearing the customary dress than Muslim men, in America. Hijab has been an ongoing controversial topic in America, with most Americans unable to understand the true reason behind the wearing of the veil. This situation was unpleasant before the 9/11 attacks, and after that it just became worse. After the attacks, President Bush repeatedly cautioned the American population to be friendly towards the Muslim population and not to undermine their values. This was a positive approach towards the acceptance of the religious garb worn by American Muslims by the

Nursing Assignment Example | Topics and Well Written Essays - 250 words - 1

Nursing - Assignment Example Nurses’ burnout jeopardizes nursing practice because it interferes with the normal effectiveness with which nurses offer care to patients. In this regard, nurses fail to fulfill their obligations. Patients have legal rights to sufficient health care regardless of their social, economic or political status (Snyder & Weiner 2005). When nurses fail to fulfill their obligations as outlined by both the law and the nursing codes of ethics, then a legal liability is due. Patients who are not satisfied with the way nurses handle their cases are entitled to legal processes that are tailored towards pursuing the matter further. Jaded nurses should take their time to re-evaluate their suitability in the profession. This does not imply that the nurses should provide health care services in perfect condition. It is obvious that different professions are characteristic of stress related to work. However, nursing practices requires that nurses be in a position to manage their personal challenges in the work place. A nurse under burnout experiences deteriorated personal welfare. Extending this factor to the patients may constitute quitting the profession all together. Burnout is also associa ted with an attitude notion that may not go down well with colleagues and the entire workforce in general. Patients’ satisfaction and safety is jeopardized in the process (Snyder & Weiner 2005). Patients need to be fully informed on how to manage their medications and care. Doctors who fail to fully inform patients about this face both ethical and legal risks. Doctors are socially and legally obliged to serve the patient’s interests prior to the special knowledge they possess. Medical relationship between the patient and the doctor should be open and either party should provide as much information as possible to the other. Each party should act in respect to the other, such that both fulfill what they are required to. Whatever the health complication is, the doctor should be

Heart of Darkness Essay Example for Free

Heart of Darkness Essay The mistress was always considered primitive and did not become civilised after being with Kurtz, showing she had strength to stay who she was and not be influenced by the `white man, as many black people were. Her power on Kurtz, however, was far too great and he could not help but be influenced by this wild woman and also by the country, in which she lived. Kurtz was also influenced and changed by the `power of Africa. He could have control over the natives but he would never be able to succumb to the heart of darkness. The mistress, herself was actually a representation of Africa: like the wilderness itself which emphasises her power and compares it to that of her land into which even white men were afraid to venture too deep. When Marlow looked at a map of Africa he described the Congo river as looking like a snake. This again makes the audience relate back to Adam and Eve. A snake which symbolised the devil convinced Eve to tempt Adam. So through this we can see that the mistress received some of her power through a greater source. Her inability to speak makes readers think of her as more animal and primitive but this just adds to her mystery and makes her appear more like Africa and at one with the power in it. the immense wilderness, the colossal body of the fecund and mysterious life seemed to look at her, pensive, as though it had been looking at the image of  its own tenebrous and passionate soul. Emphasising these three characters power, Conrad uses a contrasting character for comparison. This character is Kurtzs `intended who was very much opposite to the other females, in particular Kurtzs `mistress. This woman was a typical Victorian fantasy: This fair hair, this pale visage, this pure brow her forehead, smooth and white her fair hair seemed to catch all the remaining light in a glimmer of gold. She is the type of woman any British man would want. The use of words such as `fair, `white, `smooth and `pure conveys her as being innocent and good and she was never spoken about in a sexual way- she seemed not to have any sexuality- which is a very powerful attribute to have. Someone with these characteristics is usually not very powerful. Also her background: she is British and British women were often marginalised from power or authority due to males values so too would she be- she is no exception to this- more like an example of it. A year after Kurtzs death she still mourned him and tells Marlow: I have survived. This tells readers she finds it hard to like without Kurtz- she is finding it hard to find the power to struggle on. Then when Marlow lies to her about Kurtzs last words- readers are aware that he is does not believe she has enough strength (power) to handle that kind of truth. This lie is made to maintain womens great and saving illusion. For this `powerless woman Marlow wants to help (her/women) to stay in that beautiful world of their own This is contrasted with the other three `powerful women as they were not in that beautiful world of their own. The aunt was almost in a `mans world- finding power from others in high places. The knitting women were represented as being in the `after world having power over peoples lives and guarding the door of Darkness therefore having the power (like the men believed they had over women) of deciding who could come in to their world and who could not. Then there was the mistress: her personality and her `world was the complete opposite to the intended (who was the representation of `powerless). The mistress was considered wild, very sexual and uncivilised, living in an almost `animal world obtaining her power from nature. The typical woman in the novel Heart of Darkness by Joseph Conrad, is represented as not possessing much or any power. This is seen through the eyes of a man therefore women are marginalised. They are excluded from the bulk of the story but when they do make an appearance, the `aunt, the `knitting women and the `mistress all convey some sort of amazing power that is not typical to Marlows views and that men (of those times) do not consider or want women to have. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Joseph Conrad section.

Characteristics And The Theological Aims Of Marks Gospel Religion Essay

Characteristics And The Theological Aims Of Marks Gospel Religion Essay Marks gospel is known to be the earliest and shortest of the synoptic gospels and its purpose was to impart a written declaration of the redemption brought about through Jesus with an importance appropriate for Gentile Christians. Though it contains very few of Jesus parables compared to the other gospels, Mark tried to identify with Jesus through what he did rather that what he said. John Kilgallen wrote, If we are to know the events of Jesus life, we are brought to them only through Marks story telling. This essay is going to examine the characteristics and theological aims of Marks gospel, and further analyse and evaluate the discussions in order to find out of in what ways they should influence the churchs teaching. Marks gospel is symbolised with a lion which represents the sovereign authority and the effectual power of the son of God and perhaps thats why it is fully packed with action in regards to Jesus ministry. Referring to the prophecy in Isaiah, presumably Mark did not want his listeners to doubt about the testimony of Jesus who was on earth to complete the mission of redemption for mankind. The purpose and whole ministry of Jesus, according to Mark was to die and save sinners. (1: 14-15) Now after John was arrested, Jesus came to Galilee, proclaiming the good news of God, and saying, the time is fulfilled, and the kingdom of God has come near; repent, and believe in the good news. The fact that Mark explained the meanings of Jewish custom and translated some Aramaic words shows that his gospel was intended for the non Jewish audience and one could argue that he wanted to express a clearer message of the Gospel, with no obstruction of understanding the purpose of Jesus on earth. This implicated the importance of discipleship (1: 17) Jesus said to them, Follow me and I will make you fish for people., and faith in The Son of God being crucial to those who believed as in the case of the paralytic man who was brought to Jesus to be healed, but because of the massive crowd they showed the extremity of their faith when they broke through the roof in order to get the sick man in Jesus presence. May be that is why Mark recorded such high numbers of miracles compared to the other synoptic gospels. An illustration of the kind of opposition Jesus experienced from some of His family members, friends, followers, religious leaders and political figures was also expressed in Marks gospel, but Jesus took carriage and did not deviate from His purpose according to Mark who told of the many places that Jesus went to deliver His message. This shows that Jesus was always on the move. He indicated the major roles of Jesus ministry were to serve and suffer through his sacrificial love Marks intention could broadly be interpreted as a pastoral mission, that had a purpose of teaching and building up the faith of his listeners by showing the relevance of Jesus teachings in their own lives as it is in the church today. (3: 14-15) And he appointed twelve, whom he also named apostles,  to be with him, and to be sent out to proclaim the message, and to have authority to cast out demons. Jesus entrusts His followers with the proclamation to all nations to the end. As Jesus gave authority then, it is the same authority given to the church today until the good news  is proclaimed to all nations. Overall, the characters and theological aim in Marks gospel can still be addressed in the church as a continuation of what Jesus started when He announced that the Kingdom of God was at hand. Therefore the call of repentance and belief should still be the theme in the church. Jesus came to serve not to be served, and he sacrificed his life for all mankind, so the church should illustrate this kind of servant hood as emphasised by Lightfoot, The purpose of the Lords manifestation in the future is not so much to introduce a new order of things, but rather to complete that which already exists. The church can be transformed through the influence of Marks gospel by compelling to a divine mission of not our own agenda but that of Christ and acknowledging for who He is (8: 29) He asked them, But who do you say that I am? Peter answered him, You are the Messiah. Dependency on God is a requirement today as much as interdependency to each other working in unity in order to continue reaching out with the gospel regardless of criticism and opposition as according to Mark. **Jesus often warned His disciples of the hardship and suffering that they would encounter as He did. The Church still faces persecution as in the days of Mark, but we are encouraged to remain steadfast in our faith as then. The characteristics and theological aims, of Marks Gospel teach the church, representative of Christ, to continue spreading the word of God. Discipleship is  a part of life for Christians as clearly demonstrated in Mark.   Known as missionaries today, discipleship duties of servant hood is still the core that is required, and through the teachings of Jesus who encountered both the sick and the sinful in this gospel transformation is relevant and still acts as a model for the church. Jesus has always been the representation of the just man, who was treated unjustly, but he responded with patience and he did not lose hope and trust in God. The theological aim of evangelism should be another influence in church as expressed in the first verse of Mark, to proclaim that Jesus is son of God and saviour. The need to lose one self remains as necessary and true now as it was then. In terms of discipleship it is from Jesus that discipleship started and that is still a relevant characteristic in church to follow the example of Jesus, which is another influence in understanding of Christian faith. Mark expressed a high degree of honesty in the disciples of Jesus then by giving an account about their misunderstanding of what Jesus was telling them and the fearful reaction of the events that surrounded the resurrection which mirrors the weakness in the church. Consumed by pride of who is the greatest and not confronting the fear of being misunderstood, has overwhelmed the church of the twenty first century. The church should continue to teach that true discipleship is only possible after the resurrection as stated in Mark, and thats when the full significance of the life, death and resurrection of Jesus can be known. The church today has no excuse than those first followers if it does not teach the believers to take up the cross and follow Jesus. The Gospel of Mark strengthened his listeners to stand strong in their faith even through a period of persecution as Jesus did; it is a characteristic that still needs to influence the church as it has never stopped being persecuted even in this 21st century. The importance of faith is stressed as the ambience in which Jesus mighty works were performed (6: 5, 6) From the analysis of the main features in Marks gospel, it becomes possible to draw certain conclusions in regards to his intention. Jesus prepared himself to total obedience to God as introduced by Mark The Son of God. The church should continue to have total faith and obedience in God as Jesus did in order not to deviate from the truth. It could be argued to a certain extent that the teaching and actions of Jesus have a continuing value in both Christian life and death and that the death of Jesus was not in vain. Therefore, according to the examination of the above characteristics and theological aims in Marks gospel, the church should still be strongly influenced, by that same message of redemption by following the example of Jesus who was a servant of the Lord regardless of deeds of suffering, strengthening in the faith and continue to spread the good news according to the gospel of Mark. (10: 44-45) And whoever wants to be first must be slave of all. For even the Son of Man did not come to be served, but to serve, and to give his life as a ransom for many.

SWOT Analysis Of Halal Restaurant

SWOT Analysis Of Halal Restaurant In this business plan report summarise the nature of our business, the advertising and sales strategy, the monetary background, projected cash flow and income statement. Nevertheless it shows our current position and where we want to be in the future and how we have planned to get there through excellent management. It lays out the route for the future our business and set up standards of success. Hence the business plan will help us in acquiring capital from investors / lenders such financial institutions as they will have clear understanding of the business and willing to invest if the business proposal is persuasive. Our business proposal is setting up a halal restaurant in Treforest whereby the restaurant will cater healthy meals prepared in Islamic rites. The restaurant will provide a combination of wide varieties of food with excellence in value pricing, fun packaging and atmosphere. In Treforest there are numerous halal takeaways thus this will give us competitive advantage as there is no halal restaurants within the area. Our main target customers are Muslims who are minority from all over the world, who will be easily attracted to a place where they will be enjoying their meals prepared according to their Islamic rites in comfortable environment. Nevertheless despite the fact the food being prepared in Islamic rites, we intend to target majority of the students and the local people as the food offered will be healthy diet and it will cater their needs such as their busy lifestyles. Our mission is to provide high quality food which adheres to Islamic rites and to provide products which are better, safe and hygienic. Morever we aim to promote customer satisfaction through feedbacks, review of menu and creating friendly relationship with customers. Halal restaurant will be a privately held company and registered as a Limited private company, with three shareholders with equal number of shares. The restaurant will be a rented property. Six staffs shall be employed who will include two chefs, two waiters and two kitchen porters. As we the shareholders will also be accountable for managerial tasks of the halal restaurant. Halal industry is growing and expanding at a high rate because of migration of more people into UK specifically in Wales, and we want to have our own shares in Halal food industry. The reason of setting up a halal restaurant in Trefforest is, first there is low degree of halal restaurants within the area as majority are fast foods and takeaways. Thus this will give us a competitive advantage as competition within restaurants will be low. Moreover the restaurant will cater healthy meals and it since the location of the restaurant will be in treforest majority of customers will prefer dining out in our restaurant rather than travelling to Cardiff as they will save their time and money used on transport. The key to be successful in our restaurant, we will create a unique and innovative atmosphere of dining which will be different from competitors and offer a great fastest service and high quality of food. The employees would be motivated so they can work in comfortable environment and different programs would be enhanced so as to assemble devoted workforce. Furthermore we will focus on cost control so as to meet profit margin by managing bank deposit, accounts payable, issuing inventory, cash receipts, purchasing, order taking, and service preparation. This will help us to track actual expenditure aligned with our forecasts in managing the halal restaurant. Moreover customer satisfaction would be our prominent factor for the success of halal restaurant. This will be done thorough frequent and friendly interaction with customers so as to know their particular needs. Our restaurant would encourage the two most important values in restaurant business which is brand and image, as these two ingredients are a couple of main drivers in marketing communications CHAPTER 2 2.0 BUSINESS OBJECTIVES AND STRATEGY Our halal restaurant objectives for the first year of inception are to make the companys name as household name, build a solid reputation so as to establish successful halal restaurant and gain a market share in Halal food industry in Wales. We also want to make halal restaurant as the favourite choice for the Muslim people and the rest of the community. We also intend to expand into a number of outlets depending on how the business will operate, through franchising to other cities, such as Liverpool, Manchester and London so as to increase customer base. Nevertheless our main business financial plan is to have sufficient monetary funds to run our restaurant for a maximum of two and a half years without deeping to our profit. This will help us as in the 3rd year in repaying the loan as the profit accumulated will have an interest margin. Prior to our earlier research we have noted that for us to attain an excellent profit margin for the two and half years that we have earlier mentioned some of the restaurant items such as kitchen refrigerators cookers and any item that maybe of extravagant purchase would be leased. This will enable us to reduce potential costs. Nevertheless we will have a useful administrating system and basic accounting information that will keep update records of each month sales so as to track the profit and loss through out the year. In order for us to increase our customer base we plan to advertise our business through posters, fliers, mosque, internet in order to uphold customer satisfaction and later through media. With initial launching and advertisement of job opportunities within the halal restaurant, this will help us to advertise more our business as the spread of the new halal restaurant will make people eager to know what kind of services and product that will be offered. Our main goal is to be one of the most successful Halal restaurants in UK, we will strive to be a premier Halal Restaurant brand in the local marketplace. We want our customers to be satisfied when visiting restaurant and website as well as to work on their feedback seriously. MARKET SIZE Halal restaurant belongs to the Halal industry which is growing and expanding at a high rate. Many multinational companies are now investing in this industry and there are many others planning to enter the industry. It is widely reported that demand for Halal products is on the increase amongst Britains estimated 3 millions Muslims, 95% of which claim to be Halal consumers. The Halal Food Authority estimates that the UK market for Halal food grew 30% in 2006, even though the Muslim population grew just 3% according to Mintel report. Across Europe, where the Muslim population has grown by more than 140% in the last decade, there is a similar picture with 2nd and 3rd generation European Muslims are seeking out convenience and looking for products such as Halal pizzas, lasagne and hot dogs. Estimates can be different, but the organisers of Londons World Food Market exhibition estimate the UK Halal market to be worth  £2.8 billion. . CHAPTER 3 MARKETING ANALYSIS 3. 0 PRODUCT AND CUSTOMER ANALYSIS. As earlier mentioned the menu products served in the restaurant will be halal prepared according to Islamic rites. The halal food range from frozen food, ready made meals, canned food, beverages, packed meat, baked goods, dry goods (food ingredients), condiments and snacks (Halal Products, 2010). These products will be used in a halal way to prepare meals. Example of such menus include Chicken Tikka Masala with Rice served with Broccoli and sweet corn and the dessert of Fruit salad yoghurt. However a detailed research would be conducted so as to know the favourite healthy dishes for Muslims. With awareness of reducing obesity and increased healthy eating, such menu people will be attracted to buy a meal as it is healthy and balanced diet as it has all the nutrients need for the body and it has less fat. In as much as the Muslim community will benefit from the healthy meal as it will be prepared and based in their Islamic approach. Furthermore most Muslims will increase their social i nteraction when having a meal in our restaurant as they will have a more comfortable environment to interact. Our major target segments customers in Treforest are Muslims who are minority in the area. In the University of Glamorgan the ethnic groups of Asians which include Indian, Pakistan, Bangladeshi, Malaysia and other Asian background account to 5.6% while whites are the majority who account to 82.03%. The blacks and other black background account to 2.8% and other ethnic back ground is 4.2%. Despite of our first priority customers being muslims students, our second target customers are other students from different backgrounds. Halal food is well eaten not only by Muslims but by other nationalities, thus most of the other students will be attracted to buy meals from our restaurant as majority of them do not have sufficient time to prepare a meal due to studying all day long and most of them have passion of trying different kinds of food. Moreover in occasions such as birthdays and graduation ceremonies we will have numerous customers as many of the students and their families will come to our restaurant to celebrate their achievement by purchasing meals. Thereby in such occasions, deals will be promoted so as attract as many customers during such occasions. Our third target customers are the local people within the area such as professionals, families; singles and couples. Due to the busier lifestyles most of them do not have enough time to prepare a meal at home. Most families partners do work full time thus dining out is alternative to home cooking meals. Our estimate population within treforest is around 30,000 and the percentage of Muslims is around 2.3% including students. This estimate was based on 2006 statistics which showed the total population in treforest was 25,000 and the of which the Muslims accounts to 1.87%. (Rhondda Cynon Report, 2006). Thus the population has grown by 20% to date. Hence our restaurant will cater their needs by providing good quality food and ensure good customer service has been provided throughout. We will have potential customers from these groups as most of them do prefer to dine out as a luxury treat to their families and themselves. Nevertheless a market plan of survey would be carried out so as to know if our business idea is being welcomed within the area. 3.1 COMPETITORS PROFILE However our halal restaurant will face competition within the area as the latter is occupied with halal take aways, pubs, Chinese takeaways and sandwich shops. In those halal takeaways most of the food is halal and they do have affordable deals whereby most of the students are attracted to purchase them. Nevertheless in pubs they do serve most of halal dishes such curries, hence there is high probability most of customers to switch to pub menus. 3.2 UNIQUE SELLING POINT In order to compete with our competitors we have set a unique selling proposition which will set us unique from the market. One of the USP that will entice our customer is, the halal restaurant will offer innovative and fastest service to the customer by putting a time limit guarantee for their meal. This will be done by reducing the steps of getting meals to customers. Moreover customers will have opportunity to evaluate food choices so as to keep the favourites on the menus and frequent interacting with the customers will be enhanced so they feel their feedbacks are being valued. 3.3 PRICING STRATEGIES 3.4 MARKET SHARE Majority of the time due to the busier lifestyle of the students and the local people most of them prefer to eat out rather than cook because they dont have time. Based from UK statistics our market share noting we will capture the majority of the Muslims because we will be providing Halal food which is being prepared in accordance to Islamic belief. Nevertheless we have a market share of majority of local people as most of the halal food is healthy and balanced Wales GDP per capita purchasing power parity $22,800 per annum per week $438.46 Incomplete more elaboration on purchasing capability of a single person. Initial maximum market share Total purchasing power(expenditure) of the targeted market Number of competitor +1 (own business) 438.46 = 73.08 6 Remember to include the initial market share 9%. 3.5 MARKET TRENDS. In treforest the population is mostly populated with students so the market trend will be very much be affected by the term time of the university. This means that when the university is opened the sales are high and when the university closes the sales are expected to be low this is because local students tend to travel and some foreigners. However most foreigners students they tend to remain in the university closes as most of them prefer working full time; hence this will have an impact in ourrestaurant as sales will tend to be stable. Nevertheless due to awareness of eating healthy diet and busier lifestyles, majority of people will prefer to eat out rather than cooking at home as it save time. This will have an impact in our restaurant as there will be frequent constant flow of customers who their needs will cater for. Thus as our initial market share estimated to 9% we expect growth of market share within the period of 6 to 12 months to be 16.7%. 3.6 SWOT ANALYSIS OF HALAL RESTAURANT STRENGHTS Availability of Muslim students who prefer halal food due to their Islamic belief. Busier lifestyles of local people and students who do not have sufficient time to prepare a meal at home. British people who are majority in the area are very experimental to different type of food thus our restaurant will cater their needs. WEAKNESSES A lot of monetary funds required to set up the halal restaurant. Fluctuation of sales when majority of students are on holidays. OPPORTUNITIES The long term objective of franchising thorough Wales so as to reach broader market. Our restaurant does offer healthy meals thus majority of people will be attracted to buy our meals. THREATS Within the area there is high competition as there are many competitors such as pubs, Chinese takeaways, halal takeaways, Indian restaurants who offer some of halal meals with affordable deals. Implementation of legislations such National Minimum Wage and Tipping legislation which require employers to comply with NMW of  £5.90 and paying more in National contributions so as to back up Tipping Legislation. This will increase costs in the restaurant business. CHAPTER 4 4.0 INTRODUCTION: The operational plan of our establishment will take care of matters such as Human resources, location, restaurant hours, suppliers, advertising strategy, registration and certification of the business along with other requirements The operational plan will also be shedding some light on ways of creating a strategic work plan that will formulate ways to achieve targets in the most reasonable amount of time 4.1 HUMAN RESOURCES We will be hiring two chefs one sous chef and a commis chef a kitchen porter and last but not the least two plate waiting staff. While recruiting these staff we will be looking for somebody with a reasonable catering industry experience except for the sous chef who has to have a good experience of working at the same designation. We will be managing the place ourselves with our previous catering, restaurant and hospitality industry experience and our HACCP and food safety qualifications we will be supervising the restaurant and the staff making sure that the customers are satisfied and content by handling all feedbacks and queries promptly and efficiently making sure that the daily book balancing runs smoothly and accurately costing of all the meals, creating promotional deals and strategies for the restaurant dealing with the suppliers and last but not the least running the restaurant according to the hygienic standards of the local authorities. We will be hiring a sous chef who must have at least 3 years of sous chef experience and be able to prepare dishes under pressure and should be able to work on his own initiative. We would be paying him  £19k- £21k depending on his experience his main jobs would be Creating menus Preparing and supervising all our main dishes Taking care of the stock and stock taking Make sure that all the heavy equipment is used in a safe way Cleaning all the heavy cooking machinery grinders etc. Making sure that the temperature records are up-to-date and hence the food served is hygienically safe. We will be hiring an enthusiastic commis chef who would be a fresh graduate and should have some experience in cooking, should have a can do attitude and willing to learn. we would be paying him  £11k- £13k depending on the experience. His duties would be Pastries and vegetable sauces preparation Salad preparation Assisting the sous chef in preparing the main meals Assisting the chef in stock taking Receiving and making sure that the deliveries are the same as invoiced and that their temperature at the delivery time was safe Cleaning the kitchen equipment after use Making sure that the kitchen is slip and trip free. We will be hiring a kitchen porter with some experience and we will be paying him  £5.80 and his duties will be as follows Washing dishes Cleaning the kitchen Receiving the deliveries and making sure they are fine and at a safe temperature Helping the chef in all other ad hoc duties We will be hiring two plate waiting staff with at least 1 year of experience, they should be customer friendly, polite and outgoing since they are going to be the first point of contact for all our customers. We will be paying them  £6 an hour their main duties would be Meeting and greeting customers showing them to the tables Take orders Take food to and from the table Making sure that the customers are satisfied with their meal by asking them Be proactive and offer them with extra desserts and drinks 4. REGISTERING THE BUSINESS In the Rhonda-Cynon-Taff council where we are intending to open our restaurant we have to register our business with the local authority 28 days before starting the business. We may also be required to get approval from the council due to our use of products of animal origin which in our case would be meat, fish, milk, eggs and any of their by-products and products made from them. In order to obtain the approval we need to submit an application form to the food team at the council along with a site plan that should reflect the layout of the premises accurately and an evidence of the food safety management systems on HACCP (hazard analysis and critical control point) principles (Food Business, 2010) On receipt of this application the local authority will arrange a site visit which is equivalent to a food premises inspection. During the inspection if all the requirements for the approval have been met, our premises will be issued with a unique three digit approval number which is part of a standard identification mark and will be used for all documentation. To register the business for VAT payments the law requires that the turnover of the VAT taxable goods and services supplied for the previous 12 months should be over  £68,000 and if it is below that amount then the business could still be registered for VAT voluntarily, and in our case this is what we will be doing we will be registering for VAT voluntarily because in future when the value of the taxable goods and supplies goes above  £68,000 and somehow we get busy and forget to register for VAT, we might get charged a penalty. And not just that there are benefits as well for voluntary registration. We will be registering for VAT online which would be the most convenient way for us in order to do that we will need to register with the HMRC online services first and then we will need to fill in two forms called VAT1 VAT2 with all our business details (HM Revenue and Custom, 2010). OPERATION TIMES In our restaurant we will be serving at different times to cater for people from different walks of life in the morning we will be serving a buffet style breakfast to cater for the students and for the people on the way to work, lunch and dinner for the students and general public and for the people who want to have a great time. Our serving hours are going to be BREAKFAST..08:00am till 11:00am LUNCH..12:00pm till 03:00pm DINNER.07:00pm till 10:00pm SUPPLIERS We have been in contact with different suppliers for our raw materials, crockery silverware, heavy equipment and all the other items that are required for opening a new restaurant. While reviewing these suppliers we need to make sure that the suppliers are of good reputation and hence provide good quality products while not making a huge dent on the business account We will be ordering our raw halal meat, spices, confectionary and all cooking items from a company called 3663. We will be ordering our fresh dairy products from a company called fresh fayre. Our disposable take away containers and the cleaning equipment that includes dishwashing liquid, bleaches sanitizersn degreasers and all kind of other cleaning equipment will be ordered from a company called BUNZL. Our used oil will be collected by a company called ARROW OIL COLLECTIONS but we have to put the request through our supplier which would be 3663 because they have this condition that they only collect oil if its bought through a certified oil seller. All our heavy equipment which is our fridges, freezers, fryers, furniture and any other heavy equipment for the restaurant and kitchen will be ordered through a company called LOCK HART on lease as long as we make an order above a  £1000 worth. All these suppliers have been carefully chosen considering their quality, reliability and prices. ADVERTISING AND PROMOTION Effective advertising and promotion is a vital supplement for any business and specially if the business is a newborn baby like ours We will be doing our advertisement through print media avoiding broadcasting it on TV since it does not fulfil our requirement for promoting our restaurant and its really dear as well instead we will be using brochures, posters, flyers and leaflets and specially handing out leaflets outside the university and in the surrounding area and specially outside the mosque. CERTIFICATION REQUIREMENT The halal certification required for the restaurant is going to be provided by the supplier the slaughter house from where the supplier acquires meat is inspected by the halal council and if all the necessary requirements are fulfilled and if the animal is slaughtered in a sharia way then the supplier is given a certificate which proves that the meat is halal and gives the authority to pass on that certificate to its customers and in this case the customer would be us and we will have the right to display that certificate. All the staff handling the open high risk food are required to have training certificates of handling high risk food and at least one member of staff is required to have adequate knowledge of the HACCP(hazard analysis and critical control point)/ food safety management systems.